ROUGH DRAFT OF CAPSTONE PAPER TO SUBMIT FOR PIER REVIEW

Technical survey

Week2 week 4 week5

Customer feedback

Feedback (Financial analysis

Determining change impact-Project design

Business intelligence

Overcome the potential barriers

Expected outcomes –project implementation

Efficient project design & implementation

resource

· space request

· space survey

resource

· resource detremination

· orgnizational resource allocation

strategy

· stakeholder identification

· communication process

Process 1 week 1 process 2 week3 process4 week6

The change plan is divided into three processes namely resource allocation stage, project evaluation stage and implementation stage.

Process one: Resource allocation week one

Identify the organizational resources needed to implement and maintain the change plan

During the change implementation, there are necessary requirements to ensure there is a smooth process in establishing the change process. Implementation and innovating a sustainable change would require external grant funding, faculty staff and time, leadership involvement. For change therefore to continue in its existence, senior officials must maintain their involvement in the redistribution of duties (Hughe, 2016). Faculty staff and time helps in relieving certain stress levels in those impacted by the change level. Taking time on the required change would help reduce stress by reducing the unknown factors. External grant funding is key in the management and funding cycle. Funding plays a significant role in making those implementing the process understand the financial audit arrangements of the company thus reducing project frustrations.

Identify the change stakeholders to help support the change project

Stakeholders are individuals or groups that are influential in ensuring there is a smooth transition in change plans (Mayfield, 2014). The change stakeholders include: employees, communities, shareholders, creditors, investors, owners, customers and government. Stakeholders will be required to develop strategic communication plan. Therefore, they ensure there is a comfortable environment for the change initiative. Also, the stakeholders will determine the resistors and champions to the change project. The following are some functions of specific stakeholders during change management;

Employees: they have to remain competitive all through and thus become vision and objective oriented.

Communities: give a positive outlook of the organization through creating solutions and standard ideas on the employees.

Shareholders, Creditors, Investors, Owners; analyses the consequence of change process

Customers: gives feedback to the process

Government: puts out rules associated to guiding the business.

Lay down special communication strategies

Some of the effective communication strategies includes focus on the issue and not the individuals in the organization. The strategies must be genuine rather than manipulative. A manipulative communication strategy would reduce the change plan effectiveness by lowering its flexibility. Finally, use the resources established in this stage to ensure an effective communication process (Bull, & Brown, 2012).

Feedback processes

Analyze the technical survey and give a feedback process to the team

A successful survey will help establish the change participants, enroll insights on how well or bad employees will be affected by the change process. The feedback process as a tool for change creates new spaces and their preferred communication model. Different stages in change plan require feedback to ensure there is complete understanding of the change process based on the technical aspects of the organization.

Financial analysis of the change plan project

The financial analysis is a feedback process that helps in cost benefiting the change management which includes financial factors such as ROI (return on investment), cost avoidance, risk mitigation, benefit realization and the probability of meeting the set objectives. These factors, especially the ROI factors help create a higher adoption plan and also checks for the proficiency of the change management plan. Financial analysis checks for instances of poor mitigation and also poor management.

Engage customer feedback

Engaging customer feedback helps establish the change value. Exploring new customer requirements will help discover the smart investment plan on the change process. For example, getting the feedback process from the customers through the online process will help ensure there is a tracked action for the employees and also action can be taken based on their feedback. Also, acclaiming what the employees are doing right is quite a smart thought and thus shows how customers can be engaged listening to customer feedback makes them feel part and parcel of the organization process. Seeking the opinion of the customers will them feel significant and thus providing feedback to the organization makes them believe that their opinion is highly valued.

Process two: project evaluation stage Week three

Establish the impact the change plan will have on the organization

Establishing how change leads to positive or negative impact on the organization is quite a competitive sense of change (Hekkert et al , 2007). Verifying the change will ensure the relevance in innovation, skill development, staff morality and opportunity identification. Staff morality could include their ethical impacts based on their emotional intelligence. Defining clear roles, reward acceptance and proper training explains the significance of change process in an organization. Through training, there will be improved innovative skills and opportunity identification all through the process.

Establish the expected outcome for initiating the change plan

Checking for the outcome of the process is a great need to ensure the results easily shifts all through the organization. The expected outcome should be controlling management costs, reduce employee stress and anxiety and also ensure the organizational objectives and values are in line with the operations. Other effects such as job reductions and salary cuts would also impact on the employee’s morale thus very significant in the analysis. Factors such as stress can be attributed the activities thus become necessary in ensuring there are ways of averting the process.

Identify the steps for overcoming the potential barriers

Identifying the process of overcoming the barriers to change will help in the smooth transition of the change plan project. There are barriers to change such as fear, the “what if” game, labels and lack of focus (Fullan, 2011). Fear and the blame game would always be a dragging concept in ensuring the change process is delayed. As initially spelled out in the communication strategy segment, ruthless focus is so much important in ensuring change in any organization, therefore lack of focus would mean the process would be stringent.

The following are the steps involved in identifying the potential barriers and overcoming them; check on the organizational reality and accept it's current position. Also, develop your own organizational story to help build a stimulus and response through the organizational space. Always strive to make an inch forward and further enlist various support.

Other factors such as communication barriers can be solved through ensuring there is a proper employee orientation. Therefore, improving interpersonal relations will result in proper judgment of the process. Communication through actions will ensure a smooth process thus a good feedback process. A better communication will ensure there’s a proper goal setting and thus will call for an effective participation and reward in the system. Consistency, courage and being ready for the future will help overcome the future change barriers. Therefore, overcoming a problem will make you feel you have a great deal in success.

Process three: implementation stage Week six

Perform a business intelligence

Business intelligence process helps in developing strategies and technologies used in analyzing current and historical data within the organizational objective (Negash, S., & Gray, 2008). Business intelligence helps provide a competitive advantage through strategic decision making and competitive advantage. Therefore, developing the tools necessary to create value from big data. Business intelligence herein helps the organization make better decision by showing the current and former data within the business context. The shift required a better business intelligence to help provide performance and competitor benchmarks to make the organization run smoother and more efficiently.

Establish an efficient project design and implementation strategy

The implementation strategy will help to define how to bring the strategic plan to life. Executing the objectives outlined in the strategic plan, one must begin by defining how the organization will implement each aspect stage, from funding and personnel to organization and deliverables. Implementing the project success will require a realistic measure and expectations. The process of evaluating the requirements must be placed down just before the project demands. Therefore defining a realistic budget from the analysis will help the team to accept change and further maintain the management commitment and also participate in executive level discourse. The stage must therefore align proper funds and also align the financial resources of the project to ensure its success.

References

Bull, M., & Brown, T. (2012). Change communication: the impact on satisfaction with alternative workplace strategies. Facilities.

Fullan, M. (2011). The six secrets of change: What the best leaders do to help their organizations survive and thrive. John Wiley & Sons.

Hekkert, M. P., Suurs, R. A., Negro, S. O., Kuhlmann, S., & Smits, R. E. (2007). Functions of innovation systems: A new approach for analysing technological change. Technological forecasting and social change, 74(4), 413-432.

Mayfield, P. (2014). Engaging with stakeholders is critical when leading change. Industrial and Commercial Training.

Negash, S., & Gray, P. (2008). Business intelligence. In Handbook on decision support systems 2 (pp. 175-193). Springer, Berlin, Heidelberg.

Hughes , H. (2016, April 1). Identify Resources Needed for Change. Institutional Change. https://serc.carleton.edu/liberalarts/change/develop.html.